The FMLA provides longer service employees of larger employers the right to take up to 12 weeks from work without losing their job.The FMLA is available to employees who need to care for their own or a family member's serious health condition.Courts in other parts of the country have already ruled that the employee’s own testimony combined with some medical evidence is enough to show that the absence was due to a “serious health condition” and therefore the employee is protected by the FMLA’s prohibition on disciplinary action or retaliation based on the leave of absence.The decision made clear that the employee’s self-diagnosis is not enough – there must be some medical documentation. The decision provides helpful guidance to employers on considering evidence beyond doctor’s notes, but still leaves many questions unanswered, including the key issue of how much “medical evidence” is needed in combination with the employee’s own claims.
In the meantime, employers should consider the following steps in light of the decision: The following article is informational only and not intended as legal advice.
I had called off from (i believe) 9-15 june, 2011; this was a total of four working days.
I cited severe depression and anxiety attacks as the reason, but was not informed that the leave fell under FM... This has been approved since October 2017, with a recertification accepted in April.
These answers are not a substitute for legal advise.
To protect your rights fully, you must consult legal counsel in your state about the Family and Medical Leave Act. I had surgery on july 1st and am not able to work my full shift yet the Dr.